{"id":2531,"date":"2008-02-25T13:28:00","date_gmt":"2008-02-25T13:28:00","guid":{"rendered":"https:\/\/www.bcjobs.ca\/hr-advice\/employee-surveys-yield-important-insights\/"},"modified":"2019-10-21T07:26:56","modified_gmt":"2019-10-21T14:26:56","slug":"employee-surveys-yield-important-insights","status":"publish","type":"post","link":"https:\/\/www.bcjobs.ca\/blog\/employee-surveys-yield-important-insights\/","title":{"rendered":"Employee Surveys Yield Important Insights"},"content":{"rendered":"

\"Employee_Surveys_Yield_Important_Insights\"Employee surveys can make your business more efficient, more attractive and more profitable. You may think everything\u2019s under control, but getting your employees\u2019 input will give you a fuller picture of what’s working well and what areas of your organization might benefit from change. Best-in-class employers use employee surveys<\/a> to generate positive changes from within.<\/p>\n

Why Do Employee Surveys?<\/strong>
\nAn employee survey is like a performance review for your organization. Knowing where you stand with employees enables you to identify areas for improvement. Surveys pinpoint staff priorities, showing you where you should focus your efforts.<\/p>\n

If you’ve already got ideas for change, it\u2019s important to test the waters prior to implementation by asking for feedback. You may be surprised by how your employees respond! You may learn there is a better approach, or a more pressing issue that needs your attention.<\/p>\n

If you’re not aware of any areas of concern, a survey is a must! Surveys often reveal important issues you had no idea were a factor.<\/p>\n

Who to Include in an Employee Survey<\/strong>
\nMake an effort to survey all staff. It shows you value everyone’s opinion, whether they are managers<\/a> or front-line employees. More importantly, you\u2019ll get a clearer picture of your organization\u2019s strengths and weaknesses by seeing it from all perspectives.<\/p>\n

How to Conduct an Employee Survey<\/strong>
\nThird-party providers design questionnaires, administer employee surveys (often electronically) and analyze results with statistically significant certainty. They don’t cost a lot, and third-party administration can help improve results by emphasizing anonymity. Organizations will also benefit from doing a simple paper survey in-house.<\/p>\n

When designing your questionnaire, you might ask \u201cyes\/no\u201d or \u201ctrue\/false\u201d questions, or ask participants to rank issues of importance. You may use a five-point sliding scale, or even eliminate the neutral choice so that responses must indicate a positive or negative feeling. Be careful not to ask questions that guide respondents toward a particular answer.<\/p>\n

Using standardized answer choices as described above will permit you to tally and analyze responses easily. It may also permit you to benchmark improvements over time. However, if your survey group is small, you may get more specific and constructive information by asking open-ended questions.<\/p>\n

What to Ask in an Employee Survey<\/strong>
\nSimply put, ask what you want to know. Think about what you want to learn and ask about those topics. Here are sample questions you might use regarding employee retention:
\n\u2022 What job responsibilities motivate and inspire you?
\n\u2022 Which management personnel motivate and inspire you?
\n\u2022 Do you feel comfortable approaching supervisors with concerns or suggestions?
\n\u2022 Do you believe you are compensated fairly within your industry?
\n\u2022 What are the most compelling reasons you choose to work here? (provide options or ask for input)
\n\u2022 Would you recommend this company to others seeking employment?
\n\u2022 Would you recommend this company to someone interested in its services?
\n\u2022 Do you feel proud and connected to the company\u2019s activities?<\/p>\n

For the sake of brevity, don\u2019t ask too much. Keep the survey to 20 or 30 questions at most.<\/p>\n

How to Achieve Best Results<\/strong>
\nBe upfront with staff about how important the survey is to the company. Explain that it is not a wish list, but that you are genuinely interested in getting their input to improve the organization. Ask them to be candid and reasonable in their feedback, and assure them that responses are anonymous and confidential. Collect completed surveys in an envelope or sealed drop box, or via a central online repository if available.<\/p>\n

Lastly, you must commit to putting the employee survey results to work. With a well-designed questionnaire, responses should point toward specific outcomes. It’s important to your business that you act on these insights. It also shows employees that completing the survey was worthwhile. If you solicit survey participation but don’t follow up on its results, staff will respond more negatively than if you\u2019d never undertaken the survey effort.<\/p>\n

Use surveys to inform your decision-making process about making effective changes\u2014and then act on the information they reveal.<\/p>\n

“Copyright \u00a9 2007 go2 Tourism HR Society<\/a>. All Rights Reserved. Republished under license.”<\/p>\n

Articles Related to Employee Surveys<\/strong>
\n\u2022 How to Identify What Motivates Your Employees<\/a>
\n\u2022 Boosting Employee Morale<\/a>
\n\u2022 Six Tips for Turning Around Negativity at Work<\/a><\/p>\n

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Employee surveys can make your business more efficient, more attractive and more profitable. You may think everything\u0092s under control, but getting your employees\u0092 input will give you a fuller picture of what’s working well and what areas of your organization might benefit from change.<\/p>\n","protected":false},"author":42,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[149],"tags":[],"_links":{"self":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/2531"}],"collection":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/users\/42"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/comments?post=2531"}],"version-history":[{"count":5,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/2531\/revisions"}],"predecessor-version":[{"id":6832,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/2531\/revisions\/6832"}],"wp:attachment":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/media?parent=2531"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/categories?post=2531"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/tags?post=2531"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}